Organizational Behaviour: Culture, Power and Politics of Primark

Organizational Behaviour

Table of Contents
INTRODUCTION...........................................................................................................................1
LO1..................................................................................................................................................1
P1: Culture, Power and Politics of organization..........................................................................1
LO2..................................................................................................................................................4
P2: Theories of Motivation..........................................................................................................4
LO3..................................................................................................................................................7
P3: Effective Team and Ineffective Team...................................................................................7
LO4..................................................................................................................................................9
P4: Concepts and Philosophies....................................................................................................9
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Organisational behaviour (OB) is the specific study of individual and team performance.
OB is also knows as “human behaviour's study”. There are different types of employees working
in a company to achieve same goals. These all employees come from different background. So,
their motivation and mindset also different. The management of the company study
organizational behaviour only for systematically managing people or employees in the
workplace. Employees are the biggest resource to the company which are helpful in gaining high
profit in the market. Study of organization's behaviour is too necessary to the company for
improving all employees' performance in the operations (McShane and et.al., 2018). This report
discusses the organisational behaviour of Primark. It is an Irish retail company established by
Arthur Ryan in 1969. The company is very successful in its business expansion process. This
report covers many important topics related to OB such as Culture, Power and Politics of an
organization, content and process theory of motivation, factors which makes an effective team
and also an ineffective team, team and individual development theory, and lastly various
philosophies and concepts of OB. These concepts highly impact organization's behaviour in both
terms i.e., positively and negatively. Mainly organizational behaviour promotes a happy and
healthy work environment within any the Primark.
LO1
P1: Culture, Power and Politics of organization
Culture, power and politics of Primark are currently highly influencing its team and
individual behaviour and performance. These all are completely managed by the top-level
management of company. Culture is a system where values and beliefs of people are completely
existing (KOPP, 2019). It is also an environment where all employees come together for
achieving same goals. Power, is an ability to command people or employees within the
company. The management has the highest power in the Primark company. The manager uses
this power for giving specific orders to their employees. Lastly, the Politics is unofficial and
informal efforts of top-level management. A company use politics to influence their employees
and also for achieving decided targets.
Influence of Culture
Culture of the company highly influence all employee’s performance and behaviour in
both terms positively and negatively. The management of Primark always try to maintain good
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culture within their business environment to get effective work from individual and team
(Werner, 2016). Handy's culture model is mentioned below which systematically described
various cultures of an oragnisation. According to the Charles Handy, there are four types of
organizational cultures influence team and individual performance and behaviour.
 Power: Power culture refers, each person is responsible to take decisions one the basis of
their power in the company. They also need to take some effective decisions (Brenyah
and Obuobisa-Darko, 2017). For example; the manager has the highest power to take
most decisions within business operations.
 Task Culture: This culture refers, all people within the company are need to follow their
own tasks. Task culture plays great role in removing various errors at workplace (Safi,
Azouri and Saliba, 2018). Each one is responsible to complete its task on time as well. It
is also focuses on develop current behaviour and performance of individual and team.
 Person Culture: All employees within the company are independent, they deserve
dignity for their work. A person or employees is need to be honest also at their job role
(Elsmore, 2017). According to person culture, the management is responsible to
appreciate their employees, because this appreciation is helpful in improve performance
and behaviour of all employees.
 Role Culture: According to role culture, all employees are responsible to focus on their
roles which the management gives them. Individual and team plays different roles within
company's operations for achieving same goals.
Primark has very positive work culture (Senyo, Liu and Effah, 2018). The management
of company uses this culture to influence individual and team positively. For example; the
management respect their employees in the Primark. In this case, employees feel valued by the
management. Then these employees try to put huge efforts in the workplace. The company is
able to achieve great profit in the market with the support of these efforts.
Influence of Power
The management of Primark uses their power of positively influence their employees.
The manager takes various important decisions on the basis of their power (Chinomona, 2016).
Power gives authority to the manager for giving specific orders and direction to their employees.
Currently the company has effective brand value in the market, in which power of the
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